By identifying, describing, assessing, and disseminating internal competencies, companies can mitigate the risks associated with knowledge concentration and loss of business opportunities. A structured competency system makes the organization more robust, efficient and ready to meet future challenges.

Our customized approach starts with an in-depth analysis of the company’s strategy, values and processes in order to develop competency models perfectly aligned with the organization’s specific needs.

We work closely with managers and experts, involving all levels of the company, to ensure that the competency system is practical, functional and easily manageable in the long run.

Benefits

Common Language

It builds a shared language, improving communication and management.

Corporate Asset Awareness

It helps the company to know and value its know-how and to understand its expertise needs.

People Development

Guides the growth of professional and managerial autonomy, fostering career development.

Speed of Filling Vacancies

Allows vacant positions to be filled quickly by enhancing internal resources.

Efficient Selection Process

Improves the quality and effectiveness of selection processes by clearly defining the required competencies.

Overall Performance Evaluation

Integrates quality aspects into performance evaluation.

Our approach

Personalization and Involvement

We thoroughly analyze the business strategy and values to tailor the competency system to actual needs.

Simplicity

We create systems that are easy to manage and use, ensuring that each step is intuitive and functional.

Definition of the Dictionary of Competencies

We devote special attention to the creation of the skills dictionary and detailed description of skills for each position.

Training and Ongoing Support

We accompany the organization in adopting the system by training all those involved and with ongoing support.

HR Analytics

We support the HR team in analyzing competency data to make data-driven strategic decisions.

Our indicators

Coverage Rate of Vacant Positions with Internal Resources.
Speed of Position Coverage
Dissemination of Key Competencies
Recognition of Masters of Competence
Reducing Turnover
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